Structure of the HR Function

Question 1

What is HR’s strategic role?

Answer 1

• participation in creating the org’s strategy
• aligning the HR strategy with the org strategy
• supporting other functions in their strategic roles

Question 2

What the most effective strategies are produced by

Answer 2

Cross-functional collaboration

Question 3

The main responsibility of Executive management

Answer 3

managing the core business functions and their effort on the org’s performance

Question 4

How HR can support Executive team

Answer 4

advising on the human capital implications of strategic decisions

Question 5

How HR can support Accounting and Finance

Answer 5

support audits, risk prevention programs, monitor budgets

Question 6

How HR can support Marketing

Answer 6

ensure its activities are aligned with the org’s brand

Question 7

How HR can support Sales

Answer 7

designing compensation systems that motivate sales behavior, and provide training

Question 8

How HR can support R&D

Answer 8

sourcing good candidates with cutting edge expertise, attractive compensation packages

Question 9

How HR can support Operations

Answer 9

workforce planning needs, predict and manage gaps in resources, compliance

Question 10

How HR can support IT

Answer 10

develop and communicate tech policies, develop a pipeline of qualified candidates, partner to implement HRIS

Question 11

Role of HR Leaders

Answer 11

Strategic role, on senior leadership team

Question 12

Role of HR Managers

Answer 12

responsible for units within the HR function, provide input to leaders

Question 13

Role of HR Specialists

Answer 13

expertise in a specific area, apply best practices to their discipline

Question 14

Role of HR Generalists

Answer 14

proficient enough in each area to provide advice and direction to employees and managers

Question 15

Role of HR Business Partners

Answer 15

experienced generalists; represent HR services to specific business functions or units

Question 16

HR org that ensures standardized HR policies and processes throughout the org consistently

Answer 16

Centralized HR

Question 17

HR org that allows for more direct contact between HR and other functions, facilitates communication and responsiveness

Answer 17

Decentralized HR

Question 18

HR structure where headquarters HR crafts policies, and generalists implement within business areas, adapt, and interact with employees

Answer 18

Functional HR

Question 19

HR structure where corporate HR articulates values and develops tools, and business unit HR develops local policies and practices

Answer 19

Dedicated HR

Question 20

HR structure where centers with specific areas of expertise develop HR policies in that area, and delivers to all business units - selecting from a menu of services

Answer 20

Shared Services HR

Question 21

Aims at leveraging strategic expertise in the org to foster growth and continuous improvement

Answer 21

Center of Excellence

Question 22

HR structure embedded in different areas of the business to better support each area, increases visibility of HR throughout org

Answer 22

Business Partners

Question 23

HR structure where business partners report up through HR senior leadership

Answer 23

Matrix Structure

Question 24

When outsourcing or cosourcing should be used

Answer 24

for HR activities that are not strategic but resource-intensive or require specialized expertise

Question 25

3rd party vendor provides selected activities

Answer 25

Outsourcing

Question 26

3rd party provides dedicated services to HR, locating contractors within the HR function

Answer 26

Cosourcing

Question 27

Steps of the outsourcing process

Answer 27

1. Analyze needs and define goals
2. Define the budget
3. Create a request for proposal
4. Send RFP’s to chosen contractors
5. Evaluate proposals
6. Choose a contractor
7. Negotiate a contract
8. Implement project and monitor schedule
9. Evaluate the project

Question 28

Components of an RFP

Answer 28

deliverables, company info, project resources, outlined development process, references, executive summary, costs

Question 29

Steps to create a balanced HR scorecard

Answer 29

1. define KPI’s
2. align department objectives to org’s strategic goals
3. demonstrate HR’s strategic value by measuring in clearly understood terms

Question 30

Evaluates an org’s HR policies, practices, procedures, and strategies

Answer 30

HR Audit

Question 31

Primary reason to conduct an HR Audit

Answer 31

to enhance or eliminate HR programs

Question 32

HR metric that shows productivity of retained employees

Answer 32

Human Capital Value Add

Question 33

Vacancy Costs

Answer 33

The costs of substitute labor (temps, contractors) minus wages and benefits not paid because of vacancy

Question 34

Help an org maintain or improve a competitive advantage by comparing the org’s practices to those of employers identified as having exceptional practices

Answer 34

Best Practices Audits

Question 35

Metric used to demonstrate the value of HR programs

Answer 35

Human Capital Return on Investment

Question 36

Metric used to indicate effectiveness of recruiting, selection, and orientation methods

Answer 36

Success ratio

Question 37

Metric used to demonstrate effectiveness of employee development and reward strategies

Answer 37

Key Talent Retention